Reinforcement matters, and it matters most to learners who truly aspire to develop Leadership training should be reserved for those who truly aspire to be leaders.
Why are so many of us still struggling to quantify the business impact of training? What if we shifted training’s core focus from learning objectives to
Line of sight is key to both the transfer of new skills, insights and practices to the job and the leadership support required for success.
Although our programs might be well received, taught using concrete learning methods and supported with practical tools to spark learners into taking action, organizations often do not see the needle move in key workplace behaviors.
Effective leadership skills can increase organizational performance – but only if the new leadership skills are put into practice. Traditional approaches to leadership development have a poor track record when it comes to transferring new skills.
It you look at the advances in workforce development over the past 20 to 30 years, you will quickly recognize that almost all of them have been in the name of advancing efficiency, not effectiveness.